Hiring for SME’s

April 13th, 2023 by

Hiring for SMEs

Finding and hiring the right candidate can be a challenging for SMEs. Following easy steps from firstly identifying the recruitment need, creating a job specification, right through to interviewing, selection, job offer, contracts and onboarding, can help you to find the right candidate that meets your business needs.

 In this article I am focussing on two of those initial steps, identifying the recruitment need and creating a job specification.


1.Identifying a Recruitment need

It is crucial for businesses to identify recruitment needs to ensure that they have the right people in the right roles, which contributes to the businesses overall success.

Here are some steps to help you identify recruitment needs:

  • Review your current talent pool in your business in terms of skills, experience, and performance. Identify any gaps or areas where you may need more expertise.
  • Understand the short-term and long-term goals of your business, and assess if your current talent pool positions you to achieve those goals.
  • Consider any upcoming projects, expansion plans, or changes in the market that may require additional employees or new skills.
  • Speak with your Managers to get their views on potential recruitment needs, any performance concerns, and potential opportunities for growth.
  • Review performance data for current employees to identify areas where they may be challenged or where additional support is needed.
  • Consider any external factors that may impact your business, such as industry trends, new technologies, or new regulations.
  • Look at the option of  promoting or re-training existing employees to fill any gaps, as there may be opportunities to develop your current employees.
  • Develop a recruitment strategy, including timelines, budgets, and the specific roles and qualifications required.

By proactively identifying recruitment needs, businesses can ensure that they are well-equipped to meet their objectives, maintain a competitive edge, and foster a positive workplace environment.


2. Creating a Job Specification

When the recruitment need has been identified and confirmed, it is important to create a job specification for the role. A job specification is a detailed document that outlines the key requirements, qualifications and responsibilities for a specific position within your business.

Here are the steps to create a job specification:

  • Job Title: Choose a clear job title that accurately represents the role and is easily understood by potential candidates and in the external market.
  • Job Purpose: Provide a brief overview of the job’s main purpose, highlighting how it contributes to the businesses overall objectives and goals
  • Key Responsibilities: List the primary duties and responsibilities of the role, in order of importance. Be specific and describe the tasks that the candidate will be expected to perform.
  • Reporting Structure: Clearly outline the reporting hierarchy for the position, including the role that they will report to and any employees or team that the candidate will be responsible for managing.
  • Qualifications and Experience: Specify the minimum education, certifications, and professional experience required for the role. Include any desirable qualifications that would give a candidate a competitive edge.
  • Skills and Competencies: Identify the key skills and competencies that the candidate should possess, such as technical abilities, communication skills, problem-solving skills, and leadership skills.
  • Work Conditions: Describe the work office and any specific conditions the candidate should be aware of, such as travel requirements.
  • Performance Expectations: Outline the key performance indicators (KPIs) or objectives that the candidate will be expected to achieve in the role.
  • Equal Opportunity Statement: Include a statement that your business is an equal opportunity employer and committed to diversity and inclusion in the workplace.

Once the job specification is complete, it should be reviewed by relevant stakeholders, such as HR and the relevant Hiring Manager, to ensure it is both an accurate and comprehensive description for the role . The job specification can then be used to create a job advertisement and guide the recruitment and selection process. By providing a clear and thorough job specification, your business can attract the right candidates and streamline the hiring process.


To learn more, please join myself and Samantha Kelly on a linkedin audio event, where I will be discussing more details and 10 Easy Steps on Hiring for SMEs. Link below to join – hope to see you there!

Swipe Right for your Coaching Match?

April 12th, 2023 by


We all have goals we want to reach; setbacks and challenges we are trying to overcome and times when we feel stuck. Partnering with a Coach can enable you to become unstuck, setting you on a path to greater personal and professional fulfilment and achievement.


Choosing the right coach is an important decision that can greatly impact your personal or professional development.


But how do you choose a Coach that is right for you ?


Here are some tips on making that important choice:


  1. Identify your goals: Before you start looking for a coach, it’s important to have a clear understanding of your goals and what you hope to achieve through coaching. This will help you find a coach who has the expertise and experience to help you achieve your goals, and ensure you get best value from the coaching sessions.
  2. Do your research : Look for coaches who specialise in the area that you want to improve in. You can research potential coaches online, through referrals from friends or colleagues, or through professional associations.
  3. Accredited Coach: It’s important to make sure that the coach you choose is a qualified/accredited coach. There is a lot of discussion at the moment about some in particular who offer Life Coaching services in the market, but may not be qualified/accredited to do so. Look for coaches who are qualified and accredited by professional bodies and coaching standards, which are either the EMCC (European Mentoring and Coaching Council ) or ICF (International Coaching Federation)
  4. Book a consultation: Most coaches offer a free no commitment Discovery call to potential clients. This is a great opportunity to ask questions and get a sense of whether the coach is a good fit for you.
  5. Coaching style: It’s important to choose a coach who you feel comfortable working with. The Coaching partnership is critical for success. Look for a coach who has a coaching style that resonates with you.
  6. Cost/Fees: Make sure that the coach’s fees fit within your budget.
  7. Trust your instincts: If something doesn’t feel right or you are not comfortable working with a particular coach, it’s okay to keep looking until you find the right fit for you.

By following these tips, you can find the best coach for you who can help you achieve your goals and unlock your full potential.

I am an EMCC Accredited Coach, if you are interested in booking a free no commitment Discovery call, to see if we are a good fit for your coaching needs, you can book here

6 things I’ve learned since starting my HR Consultancy business

March 10th, 2023 by


I am celebrating 6 months in business today, and I thought it would be helpful to share 6 things I’ve learned along the way.


  1. Learn : Start Your Own Business programme. I would highly recommend this programme offered by your local LEO. Whether you are still development mode for starting your own business or you have already started. I have learned so much from this programme, that I have already applied to my business.
  2. Networking : It is so important to start meeting other business owners and exchanging ideas and tips. We all know that running a business can be isolating. There are many different types of networks local, nationwide and global (with wifi you can attend so many virtual networking events too).
  3. Take action, make it happen : There is a community of support available to you. But you need to put yourself out there in order to avail of this support.
  4. Marketing : Don’t be afraid to promote yourself. No one will know who you are and what you can do unless you tell people.
  5. Online Presence: I didn’t appreciate how important it is to have an online presence. It’s essential in today’s world. Although it can be daunting to learn, engaging the services of a Social Media Expert who can train and mentor you makes a huge difference. It certainly has for me.
  6. Good Connections : Surround yourself with good people who are like-minded. Other business owners will understand your drive, passion and the challenges that crop up along the way. (And there will be challenges!)

Please feel free to share your own experience of things you’ve learned, since you started in business. I would like to thank you all for your support so far on this journey.


If you would like to book a call or have a chat about any HR issues you are currently experiencing, please get in touch

5 Tips to Improve Employee Engagement

March 10th, 2023 by


Employee Engagement should always be a top priority in Business. When employees are engaged, they are more productive, have great job satisfaction, and are more likely to stay with the company into the future.


Here are five tips to improve employee engagement:


  1. Positive Work Culture & Environment: One of the key drivers of employee engagement is a positive work environment. This includes basic’s such as logistics, their actual work stations, essentially a comfortable physical work environment. Also key are the cultural and social aspects of working with people who are supportive, collaborative and having that sense of belonging to the company and a strong sense of team. Having regular social gathering opportunities like a coffee morning face to face, team-building days, company get togethers and celebrating successes together that are inclusive of everyone provide for a positive company culture. Communication is key here also, allowing for open and honest communication and a safe space to talk.
  2. Learning & Development : Employees want to feel like they are growing and developing in their careers, which is of benefit to both the company and the employee. Offering relevant opportunities for training, coaching, mentoring, and career development support employees feeling valued by the company, whilst also learning, growing and developing in their career.. Encourage employees to take on new challenges, support them and provide regular feedback on their progress.
  3. Recognition: Employees who feel appreciated are more likely to be engaged in their work. Regularly recognising employees for their hard work can boost morale and motivation. It could be through an “Employee of the Month” nominations process, where they have gone “above and beyond” and that achievement is being acknowledged publicly. It may also be externally nominating an employee for an industry award category. It could also be as simple as a thank you note or message, acknowledging a job well done.
  4. Work-life balance: The Pandemic changed the future of how we work for a lot of companies. Hybrid working has proven to be a positive change for a lot of companies. Employees who feel they have a good work-life balance are more likely to be engaged in their work. How does your company support HR policies that reflect flexible working and people’s lives today. It may be around enhanced time off to care for loved one’s when needed, perhaps flexible working hours, or family leave policies. And I’m not just talking about statutory, does your company lend itself to do anything progressive in this area that may be niche to your company or industry.
  5. Employee Participation: Employees who feel they are listened to and that their opinions are valued, are more likely to be engaged in their work. Ask for your employees feedback on improvements that can be made in the company. Get an Employee Lead working group together and work through suggestions and solutions that will make the company an even better place to work.  Employee thoughts and insights will be invaluable and will provide some ideas that may not have been considered already. Always follow this through with concrete actions for a positive outcome and for real change to occur and ensure to engage and review on a regular basis.

From Redundancy to Regrowth

February 7th, 2023 by

Dealing with redundancy can be emotionally and mentally challenging.

Here are some steps that you can take to help you cope during this challenging time: 


  1. Acknowledge your feelings: Allow yourself time to grieve and process your emotions. 
  2. Make sure that you understand the process and how it works, ensure to get a legal professional to review the termination agreement for you before you sign it. 
  3. Ask any questions that you have and make sure you are clear on all entitlements as part of the process.
    Questions such as what happens to my company Pension?
    Health Insurance, how many days holidays am I entitled to as part of this process.  
  4. Remember that your job does not define who you are. You are a son/daughter, sibling, friend and maybe also a parent, you are so much more than your job. 
  5. Reach out and talk to family and friends, surround yourself with loved ones. You may also consider talking to a professional therapist. 
  6. Try to stay positive, focus on the positive aspects of your life and future opportunities. 
  7. Update your CV and have it ready to circulate as opportunities arise.   
  8. Your Golden Circle, if you looked in your phone contacts right now, who are 10 people who can support/help you in this time of transition.  
  9. Consider coaching, which can help you to identify what your next steps are and how you will get there.  
  10. Don’t make any big life decisions immediately, you are still processing what is happening.  
  11. Network and look for job opportunities, make use of your professional network to find new job prospects and make connections. 
  12. Use this time to invest in your personal and professional growth by learning new skills.
    Do you have a hobby or past time that you are passionate about and possibly could make a pivot too? 
  13. Manage your finances during this transition period by creating a budget and sticking to it.
    Reach out to your bank and any other institutions, let them know about your change in circumstances and ask about any support’s that may be available to you during this time.

Remember, Redundancy is a difficult situation but it is not the end of your Career. Take this time to reflect, regroup and make a plan for your future.


I can help you with the next steps:

  • CV Update
  • Interview Prep
  • Coaching
  • and much more ….

Let’s have a chat.

Email or book your no obligation discovery call here 





2023 New Year – Resolution?  

January 5th, 2023 by

Yes, every year it comes around and we make New Year’s Resolutions for ourselves.


A study published in the Journal of Clinical Psychology says that only about 46% of people who make New Year’s resolutions are successful, meaning more than half of the people who set a goal for the new year will fail.


Why is that?


Personally, I prefer the word Goal to ‘Resolution”. The term resolution is defined as “a firm decision to do or not to do something”.  I don’t know about you, but that doesn’t exactly fill me with motivation or excitement. Whereas a goal is something that you want to achieve, an accomplishment once achieved that you can be proud of, that strikes me as a much more positive term.


  • Identify your Goal – Often our New Year Goal is lofty, for example, I want to get fit, or find a new job, these are vague statements. We need to think about what success will look like, visualise the end point. What does ‘get fit’ mean to you and how are you going to achieve that, by breaking it down into smaller actionable steps that are realistic and achievable. My idea of getting fit, may be going for a walk 3 times a week, your idea of getting fit may mean doing a triathlon, these are vastly different things.


  • Waiting for the right time will never happen, there will always be a reason not to make that change or chase that dream/goal. So why not start now?


  • There is a Chinese saying that “a journey of a thousand miles begins with a single step” I’m not suggesting you need to walk a thousand miles : ) My point is that taking the first step can seem daunting, but once you have, you open up a world full of possibilities and a journey of growth.


  • Change can be hard, not everybody likes change, the fear of the unknown, stepping outside our comfort zone. You may feel like you are losing what feels comfortable and reassuring, but what you gain as a result may be even better.


  • What is holding you back? What self-limiting beliefs do you hold about yourself that are stopping you from reaching your dreams? Would I have thought 5 years ago or even 2 years ago I would be running my own business now ? I don’t think so…  Through the experience of coaching, I learned alot about myself and that limits are only those you impose on yourself.  Guess what – you can do it; anything is possible if you set your mind to it. Dream, Believe, Achieve


  • Action Plan – Once you have identified your goal and what success will look like, how will you get there? Work out your action plan and steps necessary to bring you closer to achieving them, write it down and put timelines on actions to be completed. Also think about what is plan B? Life will always throw you curve balls, setbacks are a natural part of life. How do you plan to deal with setbacks and keep moving forward?


  • Identify your Cheer Leaders! Who can you reach out to during this journey that can support and encourage you? What resources are available to you to get the wheels in motion?


  • Accountability is key. How will you hold yourself accountable throughout this journey of discovery, change and goal accomplishment?


This is where working with a Coach is beneficial, so what is Coaching?


Coaching is partnering with clients in a thought-provoking and insightful process that inspires them to maximise their personal and professional potential and achieve their goals (as defined by the ICF, International Coaching Federation). The coaching process provides the client with space and structure for the reflection that is necessary for learning and growth.


A Coach will provide you with that safe space to think out loud, to think about your values, your strengths, identify your goal, action plan, and hold you accountable to keep on track. A coach will listen deeply, provide insights, and enable you to find the answers within yourself, to make that change that your future self will thank you for.


Find your Sunshyne!


If the above resonates with you, please feel free to get in touch for an initial free/no commitment consultation


Contact –

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